You are graced with many first experiences but perhaps none as emotionally mentally conflicting as your first appraisal. You find yourself subject to performance checks, achievement driven interviews and many such assessment based circumstances. But, if that is what you thought shook your emotions, the period after you have been assessed for the first time to the moment before you have been conferred with your appraised details, will be similar to the first time you sat on a roller coaster. Ensure that the constructive feedback derived from the assessment whether positive or negative, is communicated to the fresher, thereby instilling transparency between the employer and fresher. This is the period where as an HR manager, you need to handhold your employee dealing with this phase for the first time and be tactful about his/her areas of concern and improvement. Since the fresher is unaware of the situation HR should identify his /her concerning areas, offer solutions and discuss their future plan in the organization.
Most freshers today wait to see how the appraisal period turns out and if they do not get a fair deal, they consider leaving the organization as they are new in the industry and may not know exactly how it functions, a cause of which they may stray easily giving on the organization based on poor feedback. In such cases, how should the HR manager ensure to continue keeping them motivated? A structure on-boarding / induction programme is of great help. HR should have a mechanism of meeting their personnel at regular intervals and providing them with guidance and support. A fresher may speak to a neutral person / colleague / senior and seek their views on what they think are their strengths and weaknesses.
We must ask our new employees to focus on the development side of the post appraisal scenario rather than monetary one. Campus hires must also make sure to approach their respective managers every quarter for their performance review and apply corrective measures in order to better their performance and raise the bar higher and higher. This eases the aftermath of the appraisal period and helps freshers deal with their first time in this phase.
Every aspect of the business is increased by experience. After the appraisals may put a fresher on the edge, the right guidance and experience only prepares them for a better career after all any experience is an arch to build upon.
According to experts, a major chunk of employees hear important information first through a rumour. So, what are the most common rumours doing the rounds during the post-appraisal season? They are more to do with dis-satisfied colleagues looking out for a job change. Also, the more common discussions revolve around increments and ratings. The most popular rumours floating around are either related to the percentage of pay hike or about the people who would be getting promotions. However, do these rumours contain any fraction of truth at all? S believes there seems to be no supporting facts to such rumours. They are generally initiated by employees who are frustrated with their ratings. The key objective of such rumours is to demotivate colleagues who are known to be high performers. Most of them are mere speculations and usually, they creep up out of anxiety and insecurity.
Learning of ways to manage rumours at a workplace is not only an important skill, but also reduces stress, increases employee morale and affects shareholder value. The employees who have the right level of maturity never get engaged in conversations which have no supporting data. They focus on conversations post appraisals with their supervisor around how they can continue to improve performance. If they are having sleepless nights they should confront HR directly and approach for clarity. It is always the underperforming employees who harbour anxiety towards issues around salary status or growth. They should start channelizing their energies on work rather than fuelling the rumours about performance or appraisals.
Employees should get more involved in their work and try not to get affected by such rumours. This is the best way to stay stress-free and also give your best to their work. It can be concluded that even though there can be some bleak possibility of these office rumours floating during the appraisal season to be true, it is in the best interest of employees to stay away from them and concentrate on their responsibilities.
You must learn from your past mistakes but not lean on your past successes or failures.
Typically, it has been observed that most employees take their performance appraisals emotionally and sometimes personally. According, to industry experts employees should not externalize their feedback and therefore, the ratings should not be the validation of their self-worth. It is also vital to realize that there will be a good year and a not so good year. Separate the personality from the performance. There will be ups and downs but one should learn to take it in their stride and work towards achieving better results the next time. An employee should have regular discussions with his /her manager and understand the priority areas and plan meticulously with regards to achieving these goals throughout the year.